HR DECISION-MAKING BEHAVIOR

At last, a study that highlights the elements of recruiters’ decision-making behavior was brought to the light. As The Ladders stated, it usually takes only up to 6 seconds for any HR or recruiter to decide whether the applicant suits to the place.

“Eye tracking” is one of the latest psychological approaches to evaluating candidates. It’s about paying attention to where the tested person is staring. As the part of human nature, this technique is useful for both computer interaction and studying human behavior.

How does it work? The human brain automatically directs the eye to information it is processing, so by observing what a person is looking at, we can see what information their brain is processing. Anyway, this method was recently applied to 30+ professional recruiters to observe and analyze their glancing behavior. The experiment took roughly ten weeks. All of the statistics and facts were recorded during that period just to be compared later. The reason for conducting such research where and how long someone focuses when digesting a piece of information or completing a task.

During this trial period, they were offered a range of resumes to observe. The study showed that the first few things the recruiters look at are the candidate’s name, title of the current job position (if any), recent company’s name and activity (if the company is not well-known), dates of enrollment of your previous employment, and entire higher education.

The two resumes below include a heat map of recruiters’ eye movements. The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format:

With such meaningful time constraints, you should make it easier for HRs, employers, and recruiters to find pertinent information by developing a resume or CV with a clear visual hierarchy. Don’t include distracting visuals since “such visual elements reduced recruiters’ analytical capability and hampered decision-making” and kept them from “locating the most relevant information, like skills and experience.”

These 7 simple cliches you should never use in a job interview might help you to avoid tricky situations and misunderstanding. The information was kindly shared by Business Insider.

I. “I’m a team player”.

– Be more specific! Such as: “I have experience coordinating group projects”.

II. “I am the perfect fit for this job”.

– Let them make their own opinions.

III. “I’m open to anything”.

– C’mon! I mean this only shows your desperation. Be confident in offering your specific skills.

IV. “I am a perfectionist”.

– This makes you seem untruthful. Admit to your weaknesses and how you will improve.

V. “I’m a workaholic”.

– It’s great that you enjoy work. But can you prioritize tasks?

VI. “I have good leadership skill”.

– Leading what? Give a specific example relevant to the position.

VII. “I wasn’t appreciated at my last job.”

– This alludes to covering up the real reasons why you left.

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